Workplace diversity has become an increasingly important topic in recent years, with many arguing that it should be legally mandated. This issue has appeared in several IELTS Writing Task 2 questions over the past few years, and its relevance is likely to grow. Let’s examine a real IELTS question on this subject and analyze sample essays at different band levels.
Some people think that companies should be required by law to have a certain percentage of employees from minority groups. Do you agree or disagree?
Analysis of the Question
This question asks for your opinion on whether there should be legal requirements for companies to hire a specific percentage of employees from minority groups. It’s important to note that:
- The question is asking about your agreement or disagreement with the statement.
- You need to consider the implications of legally mandating diversity in the workplace.
- You should discuss both the potential benefits and drawbacks of such a policy.
Sample Essay 1 (Band 8-9)
In today’s globalized world, the topic of workplace diversity has gained significant attention. While some advocate for legal requirements to ensure a certain percentage of employees from minority groups in companies, I personally disagree with this approach. I believe that such mandates could potentially lead to unintended negative consequences and that there are more effective ways to promote diversity in the workplace.
Firstly, imposing legal quotas for minority employment could result in reverse discrimination and undermine the principle of meritocracy. Companies might feel compelled to hire individuals based on their minority status rather than their qualifications and skills, potentially compromising the overall quality and efficiency of their workforce. This approach could also foster resentment among non-minority employees who may feel unfairly disadvantaged, ultimately creating a divisive work environment rather than an inclusive one.
Moreover, legally enforced diversity quotas may lead to a superficial form of inclusion that fails to address the root causes of discrimination and inequality. Instead of fostering genuine understanding and appreciation of diverse perspectives, companies might focus solely on meeting numerical targets to avoid legal penalties. This could result in a tokenistic approach to diversity that does little to create a truly inclusive corporate culture.
Diverse team in a workplace meeting
On the other hand, I believe that a more effective approach to promoting workplace diversity would be to focus on education, awareness, and incentives. Companies should be encouraged to implement diversity and inclusion training programs that help employees understand the value of different perspectives and experiences. Additionally, governments could offer tax incentives or other benefits to companies that demonstrate a commitment to diversity and inclusion through their hiring practices and workplace culture.
Furthermore, addressing systemic barriers to education and employment opportunities for minority groups would be a more sustainable long-term solution. By investing in equal access to quality education and professional development programs, we can ensure that individuals from all backgrounds have the skills and qualifications needed to compete in the job market on a level playing field.
In conclusion, while the goal of increasing workplace diversity is commendable, I do not believe that legal mandates for hiring specific percentages of minority employees are the most effective or fair solution. Instead, a multifaceted approach that combines education, incentives, and addressing systemic inequalities would be more likely to create genuinely diverse and inclusive work environments that benefit both companies and employees.
should companies be required to have diverse boards
Sample Essay 2 (Band 6-7)
The issue of workplace diversity is a hot topic these days. Some people think that companies should be forced by law to hire a certain number of employees from minority groups. However, I disagree with this idea because I think it could cause problems and there are better ways to encourage diversity.
Firstly, if companies are forced to hire people just because they are from minority groups, it might not be fair to other qualified candidates. This could lead to a situation where the best person for the job doesn’t get hired just because they are not from a minority group. This might make some employees feel angry and could create a negative atmosphere at work.
Also, making diversity a legal requirement might make companies focus only on numbers instead of really valuing diversity. They might just hire people to meet the quota without actually caring about creating an inclusive workplace. This could result in minority employees feeling like they were only hired because of their background, not because of their skills.
Diverse team collaborating on a project
On the other hand, I think there are better ways to promote diversity in companies. For example, companies could be given rewards or tax breaks if they have good diversity practices. This would encourage them to hire people from different backgrounds without forcing them to do it. Also, more education and training about the benefits of diversity could help change people’s attitudes and make workplaces more inclusive naturally.
Another important thing is to make sure everyone has equal opportunities in education and job training. If people from all backgrounds have access to good education and skills training, they will be more likely to get hired based on their abilities, not just because of their minority status.
In conclusion, while diversity in the workplace is important, I don’t think it should be a legal requirement for companies to hire a certain percentage of minority employees. Instead, we should focus on education, incentives, and equal opportunities to create more diverse workplaces in a fair and natural way.
Sample Essay 3 (Band 5-6)
Nowadays, some people say companies should have to hire a certain number of workers from minority groups by law. I don’t agree with this idea because I think it could cause problems.
First, if companies have to hire people just because they are from minority groups, it might not be fair. What if someone who is better for the job doesn’t get hired just because they are not from a minority? This could make people angry and cause fights at work.
Also, if companies are forced to hire minority workers, they might not really care about diversity. They might just do it because they have to, not because they think it’s important. This could make minority workers feel bad, like they only got the job because of their background.
I think there are better ways to make workplaces more diverse. For example, companies could get rewards if they hire people from different backgrounds. This would make them want to do it without being forced. Also, teaching people about why diversity is good could help change how they think.
It’s also important to make sure everyone can get a good education and job training. If people from all backgrounds have the same chances to learn and get skills, they will be more likely to get hired because they are good at the job, not just because of their minority status.
In conclusion, I don’t think companies should have to hire a certain number of minority workers by law. Instead, we should try to make workplaces more diverse in other ways that are fairer and more natural.
should companies be required to have gender-diverse boards
Explanation of Band Scores
Band 8-9 Essay:
- Task Response: Fully addresses all parts of the task with a clear position throughout. Presents fully extended and well-developed ideas.
- Coherence and Cohesion: Skillfully manages paragraphing with a clear central topic in each paragraph. Uses a wide range of cohesive devices appropriately.
- Lexical Resource: Uses a wide range of vocabulary with very natural and sophisticated control of lexical features.
- Grammatical Range and Accuracy: Uses a wide range of structures with full flexibility and accuracy. Rare minor errors occur only as ‘slips’.
Band 6-7 Essay:
- Task Response: Addresses all parts of the task, though some parts may be more fully covered than others. Presents relevant main ideas but some may be inadequately developed.
- Coherence and Cohesion: Arranges information and ideas coherently and there is a clear overall progression. Uses cohesive devices effectively, but cohesion within and/or between sentences may be faulty or mechanical.
- Lexical Resource: Uses an adequate range of vocabulary for the task. Attempts to use less common vocabulary but with some inaccuracy.
- Grammatical Range and Accuracy: Uses a mix of simple and complex sentence forms. Makes some errors in grammar and punctuation but they rarely reduce communication.
Band 5-6 Essay:
- Task Response: Addresses the task only partially. The format may be inappropriate in places. Presents a relevant position although the conclusions may become unclear or repetitive.
- Coherence and Cohesion: Presents information with some organization but there may be a lack of overall progression. Uses some basic cohesive devices but these may be inaccurate or repetitive.
- Lexical Resource: Uses a limited range of vocabulary, but this is minimally adequate for the task. May make noticeable errors in spelling and/or word formation that may cause some difficulty for the reader.
- Grammatical Range and Accuracy: Uses only a limited range of structures. Attempts complex sentences but these tend to be less accurate than simple sentences. May make frequent grammatical errors and punctuation may be faulty.
Key Vocabulary to Remember
Diversity (noun) /daɪˈvɜːrsəti/: The practice of including people of different races, cultures, etc. in a group or organization.
Mandate (verb) /ˈmændeɪt/: To officially require something.
Meritocracy (noun) /ˌmerɪˈtɒkrəsi/: A social system in which people get power or success based on their abilities.
Tokenism (noun) /ˈtəʊkənɪzəm/: The practice of doing something only to prevent criticism and give the appearance that people are being treated fairly.
Incentive (noun) /ɪnˈsentɪv/: Something that encourages a person to do something.
Systemic (adjective) /sɪˈstemɪk/: Relating to a whole system rather than just parts of it.
Inclusive (adjective) /ɪnˈkluːsɪv/: Aiming to include many different types of people and treat them all fairly and equally.
Quota (noun) /ˈkwəʊtə/: A fixed number or percentage of people or things, used especially in official agreements.
Discrimination (noun) /dɪˌskrɪmɪˈneɪʃn/: The practice of treating someone or a particular group in society less fairly than others.
Resentment (noun) /rɪˈzentmənt/: A feeling of anger or unhappiness about something that you think is unfair.
In conclusion, the topic of legally requiring workplace diversity is complex and multifaceted. While the goal of increasing diversity is admirable, the methods to achieve it are debatable. As you prepare for your IELTS Writing Task 2, consider practicing with similar topics such as gender diversity on company boards, affirmative action in universities, or the role of government in promoting social equality. Remember to always provide a clear position, well-developed arguments, and relevant examples in your essays. Feel free to share your practice essays in the comments section for feedback and further discussion.